Synopses & Reviews

Publisher Comments

Using conventional approaches to training, an average of just 10-20% of learning makes it back into the workplace and contributes to better business outcomes. With the increased emphasis on efficiency and cost-effectiveness, the pressure is on trainers to make learning truly valuable. Successful learning is not just about good content and well-executed programs but about finding ways to facilitate genuine behavioral change and accountability in the workplace.

Using her own TLA methodology, L&D expert Emma Weber takes learning a step further. TLA focuses on consistent, systematic follow-up after the training event to ensure significant behavioral change. The three-step process breaks down who should be conducting the follow up and when, what questions should be asked and what to do when trainees get off track.

Turning Learning into Action enables trainers and L&D professionals to communicate what is required to get results from training and where the responsibility lies, understand the common pitfalls in the learning transfer process and how to overcome them, know exactly what they have to do in order to transform learning effectiveness through a cost-effective, practical solution and assess future training to establish which training requires learning transfer and which does not.

With practical tools, steps and advice, this book looks at why the transfer of learning has been missing for so long, evaluates current solutions, exposes their weaknesses and offers a new solution in their place.

Review

“LIW has used the Turning Learning into Action methodology with global clients for the last four years. It has become a crucial part of our approach to delivering measurable business impact for our clients - I highly recommend it!" Pia Lee, CEO

Review

"Turning Learning into Action is a well-argued description of how training and learning in organisations is falling short; what can be done about it and how these different actions can benefit not only trainers and their participants but other stakeholders whose involvement is crucial for success. ...If youve ever been frustrated that the hard work put into creating the ‘perfect training programmes has been undermined by low levels of commitment to doing things differently and doing different things once the formal training input is over, then you will not be alone in the field of L&D. In Turning Learning into Action, Emma Weber has provided some straightforward and instantly applicable routes away from that frustration being repeated in the future." LIW

Review

“Emmas dedication to learning outcomes has made a real contribution to the success of our entrepreneurs since 2009.” Robin Hoyle - Training Zone

Synopsis

L&D professionals; HR managers; Trainers and Facilitators

About the Author

Emma Weber is the founder of Lever Learning and developer of the Turning Learning into Action methodology. Emma's firm belief, and the platform on which she has built her successful global business, is that the key aim of learning in the workplace is to create tangible business benefits. She established Lever Learning to help organizations and their employees convert learning to effective action back on the job. Users of the new TLA methodology include BMW, Apple, Electrolux, Subaru, Landrover, Jaguar, Colgate, Cisco, Nokia, and Subaru.

Table of Contents

Acknowledgements

Introduction

Part One

The Learning Transfer Challenge

01 The evolution of training

Before the training

During the training

After the training

Instructional design checklist

70/20/10 is not the answer either

The missing link

Summary of key points

02 Learnings missing link - why it has been missing for so long

No ownership

Wrong objectives

Obsession with content

Obsession with evaluation

Focus on learning not on change

Summary of key points

03 Learnings missing link - the solutions so far

‘Our managers conduct training follow-up

‘We facilitate training follow-up discussion groups

‘We run half-day training refresher/follow-up sessions

‘We have executive coaching

‘We use action learning

‘We use blended learning solutions

‘We create a social media community

‘Participants must present their learning back to their workgroup

‘We ensure everyone is properly prepared for the learning

The dangers of a faulty premise

Time for the real solution

Summary of key points

Part Two

The Learning Transfer Solution

04 Turning learning into Action®

TLA as a lever for change

The power of reflection

Knowles and TLA

Coaching versus enhanced coaching

The learning transfer road map

Summary of key points

05 Preparation - setting expectations

Setting the scene for learning transfer

Summary of key points

06 Preparation - creating the TLA plan

Summary of key points

07 Action - the ACTION Conversation model and how to use it

Structure - start

Flexibility - middle

Structure - end

Summary of key points

08 Action - the ‘must have skills for successful TLA delivery

Asking power questions

Being listening

Using intuition effectively

Summary of key points

09 Action - helping others to ‘get in the gap

Solution 1: OARBED

Solution 2: off the fence

Solution 3: the management consultant process

Summary of key points

10 Action - managing the TLA conversations

‘Yes, Ive done it and Im excited to share what happened

‘No, I didnt do it (vague no) but it wasnt my fault

‘Yes, I did it but the dog ate it!

Summary of key points

11 Evaluation - how to measure and report success

Impact Dashboard

Summary of key points

Part Three

Making Learning Transfer Happen and the Benefits by Stakeholder

12 How to successfully roll out TLA

Who rolls out TLA

When TLA needs to support training

How to roll out TLA effectively

Summary of key points

13 The benefits of TLA by stakeholder

CEO

L&D professionals

Commissioning head

Participant

Manager of participant

Trainer or facilitator of the training

TLA specialist

Summary of key points

Conclusion

Appendix 1: Turning Learning into Action® learning agreement

Appendix 2: Sample TLA plan

Appendix 3: Sample conversation to illustrate the flexible TION part of the ACTION model